A person with strong work ability proposes to resign, how to keep him?

1. Make an appointment with the employee for an interview as soon as possible.

How to retain the more effective employees who resign?

From the perspective of solving the real problems of employees, ask the real reason for the employee's resignation, whether the company's salary is too low, or the company's environment is not good (including soft and hard environment), or the leader himself is not satisfied. Talk to the staff heart-to-heart, if the employee is your right-hand man, I think under normal circumstances, your concern should not be too bad, at this time put aside the relationship between superiors and subordinates, from the perspective of solving the actual needs of employees to open the skylight and say bright words, there is no need to hide it at all. If it can be solved, then solve it immediately, or promise a time to find a leader to try to solve it.

If it can't be solved, then tell it bluntly, no better than concealing and deceiving employees, because there is no need.

2. Ask employees to have a private chat.

How to retain the more effective employees who resign?

Find a restaurant or café with more privacy and make another effort. Recall with employees the glorious years of their struggle, the hard work and success, the growth and improvement of employees, etc. Let's talk about their respective family situations, other departments, leaders and colleagues in the performance company.

Then take it by surprise, or make a reservation full of feelings. If the employee is an emotionally sensitive animal, there is a chance to stay. But to solve the actual problems of employees, at least partially, otherwise, it will go.

3. Quickly communicate with the company's supervisors.

How to retain the more effective employees who resign?

Because employees are competent employees, there may be no one in the company who can take over the work of employees, so it is necessary to communicate with the leaders as soon as possible to communicate the feedback of employees and strive for the support of leaders. At the same time, it is necessary to inform the leading company of the shortcomings in retaining key employees, and it is recommended that in response to this incident, the company should formulate targeted policies and programs to avoid the occurrence of chain events and affect the company's continuous operation.

4. Feedback to the Human Resources Department.

How to retain the more effective employees who resign?

If your HR colleagues are more competent, they won't always turn good things into bad ones. Ask a colleague from the HR department to help you talk to the employee about why they are leaving, what they really need, and so on. At the same time, please also ask the human resources department to assist the company in formulating preventive measures, after all, talent retention belongs to the policy of human resources, and it is inseparable from the support of the human resources department.

5. Measures that should not be taken.

1. Maliciously criticizing employees.

2. Threats to employees: do not send money, do not issue resignation certificates, communicate maliciously with employees' subordinate units, etc.

3. Hindering the handling of employee resignation procedures.

If a competent employee chooses to resign, there must be a problem with the management of the enterprise, either the salary is too low, or the promotion is blocked. Taking my old employer as an example, in the years before and after my resignation, the turnover rate of key employees was very high, especially in R&D, process, quality and production systems. The reason for resignation, low pay is one thing, and the promotion mechanism is not transparent and unfair.

Honest work can not be reused, but those who slap their beards and give gifts are soaring, but anyone with a little ability and ambition will resign in anger.

Therefore, competent employees choose to resign, no matter what the reason, they are iron-hearted. If the salary cannot be promoted, the position cannot be promoted, and no matter how good the chicken soup is, it will be light and tasteless. Instead of trying to retain, it is better to reflect on the problems existing in enterprise management, especially the shortcomings and shortcomings in the career development of employees.

In a situation where it is impossible for everyone to be an official, it is necessary to design a scientific and rational channel for the promotion of professional and technical posts. The administrative ladder and the professional and technical ladder complement each other to effectively solve the thorny problem of the resignation of competent employees.

A person with strong work ability proposes to resign, first of all, both parties sit down, remove their identity as bosses, communicate equally and openly and honestly, understand the real thoughts of employees, what they are dissatisfied with, and what is the biggest reason for wanting to leave. Then put yourself in the employee's shoes and think about how you would respond to and deal with the current problem if you were in his state. Finally, according to the actual situation, you can give the employee a substantial salary increase, or you can consider that if the ability is really good, you can be promoted, give him a better position, and so on.

People with strong work ability must be dissatisfied with what is dissatisfied, you have to find the reason, and then satisfy him in this regard, so that the chance of leaving him is much greater, and resignation in the workplace is nothing more than the solution of the treatment problem, which can retain this person with strong work ability.

First of all, find out the reason for leaving, and propose to increase his salary and appreciation, not his other half's job, or housing problems, it is best to provide some favorable conditions, which can solve his worries.

For part-time workers, whoever pays a high salary will work for whom, as long as they find a higher salary job, they will resign and leave, and work to make money to support their families, that is, profit-driven, which is the basic principle of the market economy, and a long salary can retain people.

If a person with strong work ability proposes to resign and wants to retain him, then he should first find out what the reason for his resignation looks like, so as to be able to retain him according to the reason for his resignation.

If a person with strong work ability proposes to resign, if you want to keep him, you can increase his salary and make his salary meet the characteristics of her ability, so that she is willing not to leave.

Employees who propose to leave are generally dissatisfied with the salary or have no development prospects, and if they want to retain, they need to offer a reasonable salary so that they can see hope.

A person with strong work ability proposes to resign, and if he wants to retain him, he must first find his needs, if he needs time, he can reasonably adjust her time, give her freedom, raise her salary if he needs money, and give him a promotion if he needs a sense of achievement.

Under normal circumstances, it is difficult to retain this kind of talent in the system, because it is impossible to achieve the distribution according to work in the real sense, and if it cannot be retained in the private enterprise, it can only be said that the boss is short-sighted.

Since it is proposed to resign, it is natural to feel that the treatment is not enough, or it feels that its ability and benefits do not match, or there are other companies that have promised more benefits, or it may be that there is no better development prospect in this company, no matter what it is, you can try to keep it as much as possible without touching the company's bottom line, if it really can't be done, there is no way.

If a person with strong work ability proposes to resign, if he wants to retain him, then there are no more than two ways, first, promotion, and second, salary increase. If you can't give any security, it's really difficult to keep him, and people with strong abilities can find jobs in **, and people are about to leave, which means that there must be better. Treatment or plan.

Therefore, it is useless to talk about nothing.

At this time, it is necessary to communicate and see why you want to leave. Whether it's a dissatisfaction with the salary or other personal reasons. If it's a personal reason, such as wanting to go back to your hometown, then there's no way to keep it.

If it is the reason for the salary, it can be communicated appropriately and the salary can be renegotiated.

I think that if you want to keep someone and let him work for you, then you can start from one point, that is, let him get the highest return in the shortest possible time, that is, reduce his working hours, but what, increase his workload, this salary and benefits allow him to get a maximum benefit, so that after comparison, he will definitely stay, and will not resign, if it is because of his personal reasons, then you can't keep him.

I think it may be a matter of salary, as long as the corresponding salary and salary are raised, I don't believe that people will not be retained.

If a person with a strong ability to work offers to resign, you can ask him why he resigned, if he is not valued here, or if he thinks his salary is too small, if so, you say we can all satisfy you.

A person with strong work ability, if he proposes to resign, he needs to show sincerity if he wants to retain. For example, in terms of salary or position, you must give people preferential treatment. Otherwise, people won't stay.

If a person with strong work ability proposes to leave his job and wants to retain him, he should first have a good talk with her and find out the reason for his resignation. Then fulfill his requirements so that it is possible to keep him.

Unable to benefit the team, there are people who are willing to share, but do not have the ability to communicate effectively with the upper leadership. We can't one-sidedly evaluate a person's leadership as good or average because of a certain detail.

From the heart, people have seven emotions and six desires, so there are reasons why employees propose to resign.

As a business party, a business executive. The first thing we need to do is to listen to the real thoughts of the employees, and many employees may be reluctant to tell the real thoughts to the company at first.

The best way for a person with a strong job to leave his job is to give him a promotion and a raise. Using the most sincere and practical way to retain him is the best way and the most feasible way. It is also the most practical method. Wish.

As a leader, you should understand what the employee's difficulties are at work, whether it is a salary problem, a relationship problem, or a work stress problem, and then use corresponding strategies to solve them.

I think for such a person, you can increase his salary, or some practical benefits, and you can hand over some important projects to him.

As a leader, you should ask for a salary increase, so that employees can show signs of changing their minds and can win back employees.

As a leader, you must put forward your own retention conditions, and give the employee a promotion or salary increase, which can have a certain effect.

The employee should be told that the company needs the employee very much, and that if the employee can stay, the employee can be given a salary increase.

As a leader, you can increase the salary of employees and increase the benefits of employees in order to retain each other.

Stay on the job with a high salary. Give him a higher salary so that the employee is likely to stay.

Leaders should ask about the employee's life, ask him why he left, and then solve his problem, maybe he can stay.

In the workplace, there are three main reasons why the more capable people are, the easier it is to leave their jobs. First: the more capable a person is, the easier it is to be calculated. Second; The more capable a person is, the more arrogant his personality is. Third: the more capable the person, the clearer the career plan.

In the workplace, the more capable people are, the easier it is to leave because capable people are always easy to be calculated by villains. In the workplace, the more capable people are, the more appreciated the boss, the more attention they receive in the unit, and they will even become the brightest stars in the unit. However, the workplace itself is a battleground of competition.

In this environment, the more capable people are, the more light they will shine, and at the same time, they will be envied. Many times, some villains can't see others as better than themselves, so they will do some disgusting things in private to calculate such capable people. Because the light is too strong, it will directly threaten the interests and status of other people, which leads to no one liking people who are too capable.

Capable people have been subjected to the calculations and verbal sarcasm of others for a long time, which eventually directly leads to many capable people choosing to leave.

Generally speaking, capable people are more arrogant, they rarely socialize, and just concentrate on their own business. When they do something big, they trumpet their personality. This kind of behavior is not pleasing in the workplace and is even likely to anger the leader.

Sometimes these capable people will anger the leader because they are too individual, so that they can't stay in this work environment for a long time. Therefore, the more capable people are, the more arrogant their character is, and the arrogant character is easy to disagree with the leader. Therefore, when they feel that the leader is dissatisfied with them, they are likely to choose to leave directly.

The more capable people are, the clearer they are about their career plans. These people don't stay in the company for long. When they feel that the company's business and work are not able to increase their value, they will choose to leave without hesitation, and will not consider the company's interests at all.

Because they have the ability to get a better job and thus realize their life values and ideals.

The most important thing is that the more capable people are, the more opportunities they will have to get a good job, and they will not have to worry about not being able to find a job after leaving their job. When better development opportunities come, they generally tend to choose to change jobs rather than settle for the status quo. Because of this, the more capable people are, the easier it is to leave their jobs.